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| Diversity has been a part of MetLife’s rich history and continues to be a business imperative. Given this, in 2006, MetLife remained focused on activities that advanced the company’s commitment to diversity in the workforce, workplace and marketplace. Specifically, MetLife developed diversity business plans that focused on recruitment, communication, leadership accountability and talent development. |
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| A Diverse Workforce |
| MetLife people are the engine that drives the company’s success and are MetLife’s most important resource. By promoting a diverse workforce, MetLife brings together people with the talents, perspectives and experiences to drive the company forward. In 2006, to continue the pursuit of becoming an employer of choice, MetLife partnered with the Rainbow Push Coalition, the National Urban League, the American College, the Forte Foundation and INROADS, to name a few. Workforce initiatives included a summit designed to provide African-American financial services professionals with advice and strategies to advance their careers; programs to attract women to pursue sales leadership careers; as well as internship opportunities that were provided to nearly 160 INROADS interns, a 45% increase from 2005. In addition, the MetLife INROADS Alumni Network (MIAN) was developed for former INROADS interns who have accepted full-time positions with MetLife. |
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| An Inclusive Workplace |
| Diversity is not owned by any one department or business within MetLife, but is embedded in the way the company does business. Each associate plays a vital role in creating an inclusive and welcoming work environment. Through the work of MetLife’s diversity champions—individuals who have a more deliberate and focused role in advancing diversity—there were various initiatives undertaken to advance the company’s diversity objectives. Among them were several Diversity & Inclusion days, which allowed associates to learn about and embrace different cultures and traditions. Over 3,500 associates participated in an educational experience designed to enhance awareness and skills to support a diverse and inclusive workplace. Additionally, MetLife’s affinity groups continued to offer networking and peer support programs for associates across the enterprise. |
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| To address work-life challenges, the Enterprise Diversity Council and the Office of Diversity launched a new Work-Life Solutions guide. The guide outlines MetLife’s work-life programs and policies, and is designed to assist associates with meeting their unique needs in regard to emotional well-being, health and wellness, family and caregiving, personal and professional growth, daily living and financial freedom. |
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| MetLife’s continued commitment to diversity has been recognized year after year by leading diversity-focused organizations. In 2006, the company received recognition from the Human Rights Campaign Foundation, the National Association for Female Executives, Working Mother magazine and Black MBA magazine, among others. |
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| A Multidimensional Marketplace |
| Given the changing demographics, today more than ever, MetLife serves the needs of a global and diverse marketplace. In 2006, the company’s initiatives focused on the unique needs of the multicultural and women’s markets. Furthermore, MetLife’s Mature Market Institute partnered with the American Society on Aging to conduct a study on Out and Aging: The MetLife Study of Lesbian and Gay Baby Boomers, the first national survey of its kind. |
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"Serving on the Enterprise Diversity Council has helped tremendously to broaden my knowledge of MetLife. I’m proud to be such an integral part of creating a progressive working
environment where all of our associates can truly maximize
their potential." |
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| –Mira Graetz-Ball, International Investments |
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